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Divide and conquer isn’t always the best tactic. CareerMaker identified the need for unification among marketers and designers and helped the company get everyone together under one roof to enhance collaboration and growth.
A major design house had what appeared to be a relatively straightforward assignment: hire a Global Creative Director to manage the design process, and design agencies, from the company’s offices in Italy. But sometimes opportunity lies in what appears to be the most basic task.
After understanding how the company’s design and development process worked, CareerMaker identified a void that the client had initially overlooked. Packaging, marketing, and retail merchandising were all located in the company’s headquarters in Denver, yet design had always been centered in Italy. Wouldn’t co-locating all functions in a single location facilitate a more integrated, holistic and compelling consumer experience?
As always, a highly qualified candidate was identified – and hired into their new position in Denver, Colorado. Communication between design and all other functions has never been better – and it shows in both the stores and the sales.
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Understanding what makes a division successful is key to hiring the right people to accelerate growth. CareerMaker identified the company culture disconnect and helped them find executives who would merge the divisions to work cohesively with each other.
A major fashion apparel company needed to hire someone to “fix” a division in trouble. After stunning success in footwear, they had launched an apparel division – but sales were very disappointing. Sales, and this new division, needed to be turned around. And a superstar was needed to make it happen.
CareerMaker first immersed themselves in the company and the division. They realized that without understanding what went wrong, they wouldn’t be able to be part of the solution. The spent time with management and employees to understand how the division was launched and why it had thus far failed. Ultimately, they identified a key issue: the footwear division was being managed entirely independently from apparel, resulting in a major disconnect in branding, design, and even corporate culture. Someone was needed to bring these two divisions together, and transfer the footwear magic to apparel.
The position was rescoped, from a VP of Footwear to a VP of Merchandising, covering design and product development for both footwear and apparel. This facilitated several advantages: the two divisions could be integrated, presenting a unified “collection” each season to both retailers and consumers. And, the more senior level role could (and did) attract the kind of high powered talent needed for success. There is now one brand, one collection, and one indispensable manager that brought it all together.
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Selecting a Sales Director with experience selling to government entities presented a large challenge for a start-up company. CareerMaker worked tirelessly to find the right person for the job and convince them to come onboard.
Recyclebank was a start-up that managed loyalty programs to motivate people to recycle. A Sales Director was needed, but this was no typical sales search. The candidate had to understand the complexities of selling to government entities. Plus, due to the unique nature of their business model, the client needed someone from outside the waste disposal industry.
CareerMaker quickly immersed themselves in Recyclebank’s business model. Their expertise in technology, operations and general management shortened the learning curve dramatically. They isolated the specific skill sets needed to be successful in this newly created position, then tapped into their broad database to find candidates that had these skills.
CareerMaker identified five high potential candidates from outside the industry. They then convinced the preferred candidate to “jump ship” by drilling down into his personal and professional goals – then showing how this position could help him meet these goals like no other. The candidate has been with the organization for two years and has consistently exceeded his aggressive sales goals.
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Filling a position that’s recently seen a lot of turnover is never easy. CareerMaker dug into the job’s structure and found a candidate who could help redefine the role.
A major technology company in the Bay Area needed to fill a particularly difficult position – it was a Senior Director of Program Management job that had been held by four different candidates in less than two years. The assignment represented multiple challenges for CareerMaker: how to convince a qualified (and in all likelihood, already employed) candidate to jump ship into what could be seen as a “revolving door” position? And even more importantly, how to identify the ideal candidate that could finally “stick”?
Before even initiating the search, CareerMaker began by addressing the core issue at hand – a loosely defined role that led to a wide variety of (often dissimilar) interpretations by both candidate and management. CareerMaker worked with the hiring manager to stake out a specific, ownable set of responsibilities for the role and redefine the job itself. They then were able to explain the history of the position to candidates, the factors that led to this history, and how the problem had been fixed.
CareerMaker filled the position without compromising timing or hiring standards. But more importantly, the chosen hire is still with the company three years later- and has in fact been promoted to Vice-President. The door has not only stopped revolving – it has opened up to a world of greater possibilities.
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Expanding into new markets and regions doesn’t have to be a challenge if you have the right people on your side. CareerMaker helped find a candidate who could fill the broad role needed to successfully help the company grow into the Latin American region.
A successful shoe marketer wished to export their North American and European success to a vibrant new market – Latin America. They approached CareerMaker about hiring a VP of Sales to call on retailers in this region and add another successful market to their global sales.
CareerMaker had worked with this client before and agreed that the company was ready for expansion to this new market. But to ensure success, they identified a need for a broader position – one that could not only sell, but establish a fully integrated brand presence in this market. This formula had led to success in other international markets, and would help maximize the chances of success in Latin America as well.
CareerMaker successfully filled the position – of General Manager of Latin America, responsible for all Sales, Marketing, and Operations. The region now represents a major proportion of international sales for the company, and is in fact it’s fastest growing region today.
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Finding a new executive without publicizing the event can be tricky, but CareerMaker evaluated people behind the scenes and quickly found three potential candidates. One was selected without hampering day-to-day activities or disrupting the company’s flow of business.
HID Global, a consumer electronics company based in Irvine, CA, had recently acquired Fargo Electronics, a 225 person printer business with $90m in revenues. HID quickly discovered that the existing President of Fargo was not the right person to lead this newly formed subsidiary. A new President was needed whose values and beliefs were more compatible with HID – but the search needed to be conducted with considerable discretion.
CareerMaker was able to draw on their extensive network, sourcing candidates without needing to publicize the opening in any way. Several top candidates were identified and evaluated, all in “stealth” mode.
A new President was identified and hired without compromising timing, quality, or discretion. The transition was smooth and was accomplished with minimal interruption to day to day business. In fact, Fargo recently reported a record increase in sales.
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Having difficulty retaining people causes huge productivity bottlenecks. The wrong cultural fit slows you down. By finding someone who fits their culture, CareerMaker helped to accelerate growth.
Recyclebank is a start-up that manages rewards and loyalty programs to encourage community recycling. They needed to hire a top notch CFO quickly, to implement critical components of their growth plans, including a repricing program and a key acquisition.
CareerMaker started by immersing themselves in Recyclebank’s business model so that they could develop a vision for where they were going. They counseled Recyclebank’s CEO on the right skill and experience mix needed to take the company to the next level. They then embarked on an extensive search against those criteria.
After considerable due diligence, CareerMaker identified three high caliber candidates that impressed both the CEO and his board. Recyclebank ultimately selected a candidate holding a senior position at a Fortune 100 company, whose skill set was a perfect match. CareerMaker is currently working on several additional searches for Recyclebank.
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